As technology develops, new market demands
arise, and the workforce changes, businesses need to adapt to succeed. There
isn’t much of a choice, companies that choose not to adapt often fail. The
easiest way to adapt to these changes and be successful is to understand what
it is that’s driving change, what trends are developing talent challenges, and
what trends are providing solutions.

In 2016, there was an emphasis on maximizing
talent analytics and enhancing potential talent’s experience, these will also
be priorities for 2017 but additional emerging trends offering new methods of
managing and planning for the future. Based on the trends of 2016, here’s what
we anticipate for 2017:

Workplaces will continue to blend

Organizations who
have contracted workers for short-term periods or specific projects provide a
diverse environment that includes full-time employees who interact with
freelancers and contractors that vary. “More businesses prefer on-demand talent
to reduce costs and fix specific issues, which adds temporary talent to a team
of existing employees creating a mix in the workplace,” Naseem Malik, Managing
Partner of MRA Global shares. “Managers will need to operate their business
with freelancers who are contributing remotely, which can be challenging.”

Employee and Candidate experiences are becoming
priority for companies

Aiming to drive
positive engagement, companies are focusing on marketing experiences for both current
customers and prospects to develop loyalty and increase their revenues. Recently,
employers have come to the realization that this same practice needs to be
applied for their employees and their candidates. A study by Workplace Trends
revealed that almost 60 percent of job candidates have had negative experiences
as an applicant to multiple companies, and 72 percent shared their experiences
in online reviews of the employer. “These unfavorable candidate experiences
reflect on the organization and that employer as a whole,” says Malik. “Sites
like Glassdoor reveal your lack of capability in recruiting which directly
influences offer acceptance rates for your company.”

Employee retention and engagement is a rising
concern for organizations that realize talented individuals have options and
losing them can have severe negative effects on the productivity for the
company overall. Identifying aspects of your organization that create workplace
complexity and removing those factors to simplify processes will benefit
everyone. Prioritizing the work experience for employees and encouraging a
collaborative culture will increase productivity, offer more opportunities for
sharing throughout the organization and be gratifying all around.

Talent analytics will be used more often

Talent acquisition professionals will feel the
pressure to utilize both traditional methods for recruiting with the knowledge
provided by data from the recruiting process. Using this information to scale
existing hiring practices and develop those into more effective approaches for
attracting new talent will allow your organization to make the best decisions. It’s
becoming more prevalent for companies to view competitor talent pool for
candidates that possess the skills for their organization. Establishing insight
on both existing and future employees as far as competency, experience, and
traits through data will continue to be a priority for employers. “It’s
essential to first understand specifically what your organization needs and why
when seeking technology solutions,” advises Malik.

Starting salary averages have increased

There was an average of 40 applicants for each
job posting in 2008. According to the Bureau of Labor Statistics Job Opening and Labor Survey, there was
1.4 applicants for each position by 2016. The combination of an increase in
demand for specific talent and historically low inflation drove the increase in
wages which resulted in the rise of starting salaries for 2017.

The demand for skilled professionals is high
and supply is short, which leaves employers with no choice but to remain open
for new hire’s compensation and stay informed about their industry’s salary
trends within their general location geographically. Without this awareness,
organizations can lose valuable talent to competitors.

Management roles will be filled by millennials

With over 3.6 million executive leaders on
track to retire in 2016, millennials will move up to fulfill these open
positions in management. These young professionals are expected to offer a new
approach to leadership with a concentration on transparency and collaboration
that will cause a shift in corporate America. While those before them preferred
a traditional top-down framework in their organizations, millennials are
evening the playing field in a democratic approach that doesn’t include as many
titled roles. Being in an active role for your business and leading projects or
campaigns without necessarily the traditional title of a leader is millennial’s
idea of leadership in an organization.

Boomerang employees are on an upturn

These members of the workforce are named
appropriately as individuals who exit an organization and then later down the
line, reapply to return to the previous employer. A study by the Workforce
Institute at Kronos: The Corporate
Culture and Boomerang Employee Study states that upwards of 85 percent of
HR executives have had former employees reapply while 40 percent report hiring
almost half of the former employees that have applied again.

Top talent knows how to go about changing jobs
effectively over a short period, and this pattern is credited with driving this
trend. Companies have the ability to stay in touch with past employees through
connections on social media, which allows them to re-employ these candidates
who left on good terms. It’s easier to bring back previous employees who are
already aware of the company’s culture and processes and don’t need an
extensive introduction. The reliability of a skilled boomerang worker is an
advantage companies can appreciate with the challenges in discovering quality candidates
that will be able to meet their organization’s needs.

As 2017 develops,
these six trends are predicted to have a greater impact on the workforce. While
multiple organizations face shrinking talent pools and altering employee
expectations, a more effective response to these changes is necessary to
survive. Staying updated on trends and responding quickly to improve your
company’s workplace will be a major factor in the organization’s overall
success.

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